HR planning
Discuss About The International Journal Hospitality Management.
Managing human resource in an organisation is very important as they can be treated as a backbone for every business. Human resource management is used to maximize the productivity of an organisation by increasing the effectiveness of all the employees. In this report the research has done on the five main topic HR planning, recruitment and selection process, employee relation challenges, managing diversity and work life balance and then learning, development and career management in an organisation. The first topic relates that main concern of HR planning and its importance in an organisation, how it help in increasing the effectiveness. The second topic is selection and recruitment process is discussed. Every organisation has different recruitment policies and only those candidates who are eligible enough are hired. The selection process is beneficial for an organisation as it help in selecting those employees who can enhance the productivity of an organisation. The third topic covers all the challenges that are faced by the employees in an organisation. It covers major issues that might lead to conflict and could create diverse culture in an organisation. The fourth topic covers the concern of managing diversity and work life balance in an organisation as diverse culture creates conflicts. The learning and development is developed among employees in an organisation. Thus this report covers major topic related to all managing human resources.
Human resource planning is a process of analysing and identifying the needs in an organisation so that planning could be done in a manner to meet its objective. It is a process that determines the organisation human resources needs. The main purpose of HR planning is to maximize the use of resources and ensure that development in an organisation goes. The planning is done to secure the productivity and design plans to support the objective (Nagendra & Deshpande, 2014). They help in synchronizing the activities and also help in increasing the organisations productivity. Human asset is a procedure of breaking down and distinguishing the requirements in an association with the goal by arranging steps in a way to meet its goal. It is a procedure that decides that what organisation needs (Investopedia, 2018). The primary reason for HR arranging is to augment the utilization of assets and guarantee that advancement in an association goes. The arranging is done to secure the efficiency and configuration intends to help the target. They help in synchronizing the exercises and furthermore help in expanding the association’s profitability (Safavi, Golmohammadi & Sandoval-Solis, 2015).
Recruitment and selection
The HR planning process firstly identifies all the organisational objectives and strategies, after identifying the objectives the external and internal factors are analysed. Then plans are designed accordingly after analysing all the factors. HR plans and strategies link the organisational strategy to the employment planning (Sahebalzamani, Karami & Sarabi, 2015). They basically determine the mission of an organisation by setting up the goals and developing strategies to attain the desired objective.
Human resource planning is a process that involves systematic planning to achieve the valuable objective so that asserts could be used at its best. The HR planning ensures that all the objectives are met by keeping in mind the labour force available and the supply needed in the market. They first look in the market place by identifying all the goals and looking at how competitors are gaining success in the market (Neoh, Wilinska, Feig & Murphy, 2016). The human resources planning also help in resolving all the challenges and trying to fulfil the entire objective. It starts from first accessing and then auditing it practically.
The main advantage of human resource planning is used to set up the goals for an organisation. The goals of human resource planning are to guarantee that the sources are fully used and also make sure that manpower is also used properly. The planning helps in evaluating which resources are not available and also helps in predicting the impact of changes. Human resource planning also helps in improving the annual turnover. The planning helps an organisation to adapt to kind of situation and helps in optimizing the usage of resources. It also helps the organisation to develop successful plans (Argent, Sojda, Giupponi, McIntosh, Voinov & Maier, 2016). The plans that are developed by Hr is made after more analyses of market which in turn leads to increase in productivity, profit as well a skill. Hr planning helps to bring transparency in an organisation by eliminating the chances of conflicts. Thus it can be concluded that human resources planning is the procedure of understanding the requirements of the company and then designing the plans according to the needs to meet company goals and objectives.
Recruitment and selection process is a key factor for an organisation to grow rapidly. The recruitment process can be done through some internet sources and it can be done by external sources. Recruitment is a process of generating a pool for all the qualified and eligible candidates to take part in a particular job. Recruitment process helps the business to find out the employees who have a potential to work in an organisation (Guedes, 2015). Recruitment programs are launched to attract the qualified applicants and encourage unqualified applicants to improve their potential. Recruitment process covers up the bridge between the organisation and the employees. The organisation is looking for qualified employees who can enhance the growth of the company. In an organisation recruitment process is used to fill the vacant positions by either generating pool drives by using internal and external recruitment. The recruitment process is future analysed by evaluating the candidates and then the eligible candidates are selected. The selection process involves picking up those employees who have the calibre to sustain in the organisation.
Employee relations challenges
Recruitment and selection process can be defined as a process that helps the organisation for selecting the best individuals among a group of candidates for particular positions designation that is available. Selection process is considered as crucial decision making process by managers in the organization (Taylor, 2014). In the selection process mangers only look at the knowledge and skills of the candidates but also checks that their knowledge meets up the requirement of the jobs. There is no standard process for selecting the employees in an organisation. Every organisation use their own way to hire the candidates.
The internal source of recruitment includes job posting and bidding, promotions and transfers, referrals from the employees already working in an organisation, database records and some re-recruiting medium (Talentculture, 2017). The external source of recruitment includes hiring through some schools, colleges and universities, employment agencies or media sources. Recruitment and selection process can be characterized as a procedure that helps the association for choosing the best people among a gathering of possibility for specific positions assignment that is accessible (Sarah, Sang & Ngure, 2018). Determination process is considered as urgent basic leadership process by administrators in the association. Recruitment process help in making selection process by selecting applicants of good quality. Thus it can be concluded that selection process involves choosing the eligible and qualified employee from all the available candidates (Bodin, Schmidt, Lemle, Roper, Goldberg, Hill & Siegel, 2017).The selection process involves gathering the past experience of the candidate and then interviewing them directly. Selection process involves a proper decision making regarding who can be selected and who is not qualified enough. Every organisation have their different selection barriers set, the candidate that best fits all the criteria is selected.
Employee relation involves many challenges that are faced during within an organisation. It is important to maintain the relationship between employees by implementing various policies. By managing the relation between employees help employees to improve their behaviour as well as productivity of workplace (Sigala & Chalkiti, 2015).
There are various legal issues that are faced by employees in an organisation. The issues cover workplace harassment and making sure that employees are treated equally. If some employees are given more priority than others it might lead to conflicts in the environment (Studiousguy, 2018) . Apart from that sometimes female employees are not given equal opportunity that it give degrade their performance. Apart from that mangers and HR department need to design some training sessions to remove the conflicts and diversity in the environment (Long & Perumal, 2014). Apart from that an organisation has employees from different culture and different background. Thus it is important to have an efficient ad consistent communication between all the employees so that they can communicate with each other. The immigration of culture can lead to insecurity and which in turn will decrease the productivity of work (Shen & Benson, 2016). When employees work in a team it might lead to issues due to different perception and problem in collaborating while work.
Managing diversity and work life balance
The assignment of responsibility can lead to conflict as some of the employees get more responsibility and some are given less responsibility (Flammer & Luo, 2017). The diversity in the workforce leads to variety of psychological and physical challenges. The challenges faced by employees can be interpersonal conflicts, communication problems; discrimination between employees, poo job satisfaction can lead to conflicts. Performance issue is one of the reasons that lead to conflicts between employees (Gunkel, Schlaegel, Rossteutscher & Wolff, 2015).
It is important to manage diversity at workplace and building mutual relations in an organisation helps in creating a work- life balance. The diversity at workplace reflects the diversity in terms of culture and behaviour of clients and customers. The diversity in an organisation can be seen in terms of age, sex, caste, nationality, language or qualification. Working diversity also raise the tolerance and barriers in the organisation due to discrimination between them. The management of diversity can be done by setting up the corporate environment. There are some values that need to integrate in the corporate culture (Barak, 2016). The HR department has developed various plans to remove the issues of discrimination. Thus it is important to monitor and evaluate all the employees so that they measure the result.
In order to manage the diversity at workplace various innovations has been developed. Workforce diversity may be because of lack of awareness between the employees. The diversity training is provided to overcome all the biases (Harvey & Allard, 2015) . The effect of these diverse cultures may lead to lack of flexibility and creativity within organisations. The policies are designed which help them to improve the global economy. Keeping in mind the end goal to deal with the assorted variety at work environment different advancements has been produced. Workforce has variety might be a direct result of absence of mindfulness between the representatives (Ravazzani, 2016). The decent variety preparing is given to conquer every one of the predispositions. The impact of this assorted culture may prompt absence of adaptability and inventiveness inside associations. The strategies are planned which assist them with improving the worldwide economy (Singh, 2018).
There are few steps that are undertaken by HR department to emphasize the communication between employees. There are policies that are designed to manage their diverse groups and expand the experiences between employees to overcome all the shortcomings. They motive behind the designed strategies is to encourage the relationship between the employees and look for ways to achieve the goals while working in a team (Jackson & Wilton, 2016).
Learning, development and career management
Work-life balance is also important so that employee stay in an organisation for longer run. All the barriers and misconception are identified then policies are designed in a way to reduce the conflicts and behavioural issues (Balancecareers, 2017). Orientations are provided to all the employees so that they become familiar with the companies environment (Jackson, 2015). The role of HR department is used to address all the queries and aim to develop short and long term goal. The diversity can also occur at time of promotion as some employees are given higher priority while others are not. This might give a feeling of discrimination at the working environment.
In an organisation it is important to develop learning among employee so that they have better development. The learning is developed by providing proper training to the entire employee by using new technology so that they can work in international market. In an organisation employees are provided with variety of cultural management so that better understanding is built between employees (Sidiropoulou-Dimakakou, Argyropoulou, Drosos, Kaliris & Mikedaki, 2016). Maintaining the diverse culture helps in filling up the gap between employees. HR department develop plans to transfer the knowledge different department. They keep track of all the employees and their performance (Kolb, 2014). HR department should work on various ways to enhance the learning.
Learning and development of the objectives help in identifying the leaning objective of an organisation and also help in recognizing the role of all the employees. After the complete learning of the entire objective the policies are designed and then training session is provided to employee’s due development (Rahman, Rahman & Khan, 2016). It is important that learning skills are developed among employees by creating training sessions. An organisation also offer plan for higher studies so that they can stay in an organisation for longer run. Thus help in building trust and a strong relation between the employee and the organisatio
Conclusion
It can be concluded that human resource management is important for every organisation. Thus it can be sated that HR planning is used to improve the utilization of assets and guarantee that advancement in an association goes on. This is done to improve the efficiency in an organisation by expanding the profit margins. If planning is done I right direction it can help businesses to work smoothly. Additionally, recruitment and selection process is launched in an organisation to hire employees that may fit best as per the designation. Selection proves helps in making proper decisions and then selecting the candidate who fits best in all the criteria. There are various challenges that employees face in an organisation which decreases the productivity at work place. Thus these conflicts need to be removed so that they could work in a team. The conflicts might occur due to legal laws, diversity at work place, discrimination or performance issues. The next section deals with managing the diverse culture at work place in order to create flexibility in an organisation. Policies and plans are designed to overcome the shortcomings and build up a strong relationship among employees. It is important to also develop the learning outcomes in an organisation. It helps in managing the diverse culture and design policies to meet up the objective.
References
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